Coaching is a highly flexible methodology that can be adapted to organizations of any size. The use of coaching can be long-term, short-term, or incorporated as part of a larger learning journey. Additionally, coaching conversations can be applied one on one or in a group setting.
The success of any organization is tied directly to the performance of its workforce, yet many organizations fail to prioritize employee development. Coaching could be the missing piece that propels your employees past obstacles and pushes them to new heights.
Defining the Role of Coaching
Coaches are not the same as mentors, nor do they function like cheerleaders. Mentors provide in-depth concrete solutions for their mentees to follow, while cheerleaders offer comfortable reassurance. Coaches, on the other hand, function more like guides. They listen, ask questions, and reframe issues to help steer an individual into discovering the answer for themselves.
- Mentors tell you exactly how to reach your destination.
- Cheerleaders assure you you’re capable of reaching your destination.
- Coaches help you develop the skills to reach that destination on your own.
3 Ways Coaching Improves Employee Performance
#1: Driving Personal Development
Organizational training is made up of two distinct, yet deeply intertwined types of learning: self-focused learning, which prioritizes developing skills, and goal-focused learning, which applies those skills towards achieving some specific action or career goal.
If we look at learning through the lens of a mountain expedition, the skills we take with us resemble the supplies climbers keep in their backpacks, while the goal represents the traveler’s final destination. Obviously, it would be impossible to climb a mountain without first packing ropes, boots, and other essentials, yet that is exactly how many organizations approach institutional learning. It is remarkably common for individuals to become stuck in a mindset that focuses on the big goals, without first developing the skills needed to reach them.
Coaches help bridge this gap by providing accountability. Self-development isn’t just about building skills; it also requires assessing one’s flaws. A skilled coach will steer employees into identifying blind spots and confronting weaknesses, which is the critical first step in any learning journey. Once an employee has taken an honest assessment of their abilities, they have the essential equipment they need to shift their focus to larger organizational goals.
#2: Assisting with Career Development
Career development is valuable for both individuals and organizations. Investing in an employee’s future makes them feel valued and more likely to remain with the company, which, in turn, helps the organization retain talented employees and lower attrition rates.
Navigating a career journey can be challenging. Some employees may have no identifiable career goals, while others may have distinct career plans, but lack the development strategies necessary to attain them. Coaches provide an independent point of view that can help employees work out what they excel at and what they are qualified to do. For those with distinct goals, coaches can help put them on the path to achieving them.
Action plans are invaluable tools for career development, enabling employees to set goals and identify the steps necessary to advance in their careers. To be successful, however, an individual must actively participate in the activities they have mapped out. Coaches play a valuable role in this process by checking in with employees and ensuring that they follow through on critical development activities.
#3: Helping Individuals Transition into Leadership Roles
The first year in management is one of the toughest phases of any career journey. New leaders face challenges that require skills that are often quite different than those used in their previous role. Skills such as delegating responsibility, motivating teams, and handling conflict are critical to leading effectively, yet if there are no leadership development resources in place, managers are forced to develop these competencies on their own.
Leadership coaching can help ease new managers through this difficult transition by providing a valuable sounding board for them to work out stress and talk through potential solutions. A coach will help new leaders identify their strengths, as well as their opportunities, and assist them in determining where they should prioritize personal development. They can also guide managers on the road to developing their own unique style that takes advantage of their unique strengths as a leader.
Coaching: A Simple Way to Optimize Your Workforce
Employee development is critical to organizational success, but what can you do if your organization lacks the resources to create a dedicated career development program? Coaching is an ideal solution that is cost-effective, easy-to-integrate, and can be incorporated in one-on-one, group, and virtual sessions. Prioritizing ongoing development helps unlock the full potential of your people, leaving them better equipped to deal with disruptions and respond to industry changes.
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